Race and Identity in Organizations

This chapter tackles the question of how race can be researched and written about as a formative rather than circumstantial aspect of identity in organizations. The authors go beyond race as a subject of inquiry for scholars who specialize in problems of managing racialized bodies in subfields such as cross-cultural management, diversity, and inclusion. Their aim is to connect the study of identities in organizations to the rich, extant literature in other fields that theorizes race and identity. The authors renew calls for understanding race as an organizing principle and conclude with the proposition that thinking about racial identity as a productive, generative identity rather than a limit and a problem of particular bodies may give a new direction to organizational studies of race and identity.

Diversity Management in Sustainable Human Resources Management

Today, globalization is becoming more and more widespread and important in almost all areas in the social, economic and political spheres. In most cases, it is globalization that brings diversity to everyday life. This diversity is gradually penetrating into other spheres, which is why business managers are increasingly confronted with a diverse workforce; employees of different origins, race, gender, or age. The policy of diversity management contributes to the strengthening of social responsibility of the company and is also an element of the competitiveness. Our research was aimed to enhance understanding of diversity management importance in nowadays organization, to explain various aspects of management diversity, it´s legislative framework. Another objective was to examine perception of the issue of management diversity by the middle managers of various organisations in Slovakia. To achieve these goals we used methods of literature review, desk review; primary data were collected by questionnaire and interview. Finding show the relation between demographic development and diversity management in companies; in examining the perception of the issue of diversity management, we found the understanding of diversity management as synonymous with anti-discrimination measures. Our research led also to recommendations for implementation of management diversity for human resource management sustainability.

Reframing Diversity in Management

The development of new corporate governance codes calls for boardroom and top management diversity. Nonetheless, a lack of diversity in organisations is a worldwide situation that may vary from one country to another. This suggests that rather than relying upon established economies as a guideline, a more rounded understanding may emerge from studies that also explore a wider range of countries. This chapter examines the varieties of top management diversities, particularly the barriers and challenges women faces in management positions. It considers the grounds for an integrated approach to under-representation of women in upper rank positions, and explicates concerted efforts to improve board room diversity.